Career Conversations (Hospitality) podcast

10:49

Liam and Jo explore the generational differences in employee flight risk, particularly focusing on how younger generations are more likely to leave their jobs. They discuss the importance of communication and understanding individual motivations in retaining employees, especially in the hospitality industry. The conversation highlights the need for businesses to engage in regular check-ins and coaching conversations to foster a supportive work environment. Takeaways - The younger the generation, the higher the flight risk. - Data confirms that younger employees are more likely to leave. - Communication is key to retaining younger employees. - Younger generations expect more feedback and engagement. - The first three months of employment are critical for retention. - Businesses should have regular aspirations conversations with employees. - Understanding individual motivations is essential for retention. - Boomers and Gen X may not express dissatisfaction openly. - Creating a safe space for conversations is vital. - Regular check-ins can help identify potential flight risks. Chapters 00:00 Generational Flight Risk Trends 05:37 Communication Styles Across Generations 08:57 Actionable Insights for Retaining Younger Employees…

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Conversation Starter: What's next for you? 22:24

acum 8 zile22:24

22:24

Liam and Jo talk about understanding employee aspirations and how it can influence career development and retention strategies. They emphasise the need for regular check-ins to gauge employee satisfaction and potential flight risk, ultimately benefiting both the employer and employee. Takeaways Employee aspirations should be openly discussed to aid career development. Regular check-ins can prevent unexpected employee departures. Understanding employee satisfaction is crucial for retention. Career pathways are evolving; consider career webs instead of ladders. Employers benefit from knowing employee aspirations for succession planning. Flight risk assessments help identify potential turnover. Engaged employees contribute positively to the workplace. Disengaged employees can harm team dynamics. It's important to have honest conversations about career goals. Letting go of disengaged employees can be beneficial for all. Chapters 00:00 Employee Aspirations 08:27 Understanding Flight Risk in Employment…

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Performance Data: How time of year affects performance 12:54

acum 16 zile12:54

12:54

Liam and Jo talk about the relationship between performance scores and the timing of reviews throughout the year. They discuss how scores tend to be higher later in the year, particularly in December, and speculate on the reasons behind this trend, including the impact of seasonal business cycles and emotional factors. The conversation emphasises the importance of understanding these dynamics for better performance management and planning future discussions. Takeaways Performance scores tend to increase later in the year. Data from a diverse cross-section of businesses shows consistent trends. Emotional states can influence how individuals perceive their performance. December often sees the highest average scores, despite being a busy month for hospitality. February is often viewed as a more challenging month for performance reviews. Managers may have more time to reflect on performance in December. The timing of performance conversations can skew results. Understanding seasonal trends is crucial for effective performance management. Future data analysis could reveal more insights into performance trends. Regular career conversations may lead to improved performance over time Chapters 00:00 Data Insights and Patterns 06:17 The Impact of Timing on Performance 12:05 Looking Ahead: What's Next?…

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Performance data: How often to score employees 9:27

acum 23 zile9:27

9:27

Liam and Jo talk through data insights regarding performance scores and the impact of feedback frequency on employee development. They discuss how regular performance conversations lead to more consistent progress among employees and the pushback from managers regarding the time commitment required for these discussions. The conversation emphasises the importance of prioritising these interactions to enhance employee engagement and retention, ultimately demonstrating a positive return on investment for organisations. Takeaways Regular feedback improves employee performance consistency. Data supports the need for frequent performance conversations. Managers often resist regular feedback due to time constraints. Employees desire more consistent feedback and engagement. Performance discussions should occur at least quarterly. Higher variance in performance scores indicates less consistency. Data-driven insights can validate common sense practices. The cost of not having feedback conversations can be high. Investing time in feedback can yield positive ROI. Understanding performance metrics is crucial for employee development. Chapters 00:00 The Importance of Timing in Feedback 06:06 Frequency of Performance Conversations and Its Impact 08:02 The Cost of Conversations…

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Performance data: When to start scoring employees 11:36

acum 30 zile11:36

11:36

Liam and Jo discuss the importance of timing and frequency in performance conversations within organisations. They analyse data regarding when employees should have their first performance discussions and the implications of these timings on employee performance and retention. The conversation highlights the critical nature of the first few months of employment and how early performance assessments can lead to misleading conclusions about an employee's capabilities. They conclude that performance conversations should ideally occur around the six-month mark, with regular check-ins during the onboarding process to set clear expectations and foster understanding of performance metrics. Takeaways The best time for performance conversations is around six months. Early performance assessments can lead to decreased performance over time. Regular conversations during onboarding are crucial for setting expectations. Employees need time to understand their roles before being scored. The first hundred days of employment are critical for retention. Data shows that performance can decline if assessed too early. Framing the performance question differently in early months is important. Frequency of performance conversations should not be neglected. Waiting too long for performance reviews can be detrimental. Understanding what 'good' looks like is essential for new employees. Chapters 00:00 Understanding Performance Conversations 09:44 The Importance of Timing in Feedback 11:35 Frequency of Performance Conversations and Its Impact 11:35 The Cost of Conversations 11:35 Understanding Performance Trends 11:35 Data Insights and Patterns 11:35 The Impact of Timing on Performance 11:35 Looking Ahead: What's Next?…

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Conversation Starter: Rate your own performance 27:12

acum 5 weeks27:12

27:12

Liam and Jo introduce another question that is used inside the Korero software. This is the first of the performance-based questions focusing on how to effectively measure and discuss employee performance regularly. They explore the importance of clear expectations, the role of leadership in facilitating performance conversations, and the value of self-assessment from employees. Jo emphasises the need for supportive environments where employees can thrive and the significance of ongoing dialogue about performance and development. Takeaways Performance measurement should align with organisational values. Clear expectations are crucial for employee success. Self-assessment empowers employees in their performance journey. Regular performance conversations enhance engagement and development. Leadership training is essential for effective performance management. Employees want to know how to improve their performance. Creating a psychologically safe environment is key for feedback. Performance discussions should be structured and evidence-based. Empowering managers leads to better employee development. Continuous feedback fosters a culture of improvement. Chapters 00:00 Introduction to Performance-Based Questions 02:36 Understanding Good Performance 05:45 The Importance of Support in Performance Measurement 08:45 Measuring Values and Accountability 11:47 Timing for Performance Conversations 14:49 Employee Self-Assessment vs. Manager Evaluation 17:59 Conducting Effective Performance Conversations 20:45 Action Points and Career Development 23:51 Empowering Managers for Employee Growth…

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ENPS Data: How length of service affects employee net promoter score 12:58

acum 6 weeks12:58

12:58

Jo and Liam discuss the findings from their analysis of Employee Net Promoter Score (ENPS) data, focusing on how the length of service impacts employees' likelihood to recommend their workplace. They explore the surprising trend that longer-serving employees are less likely to advocate for their organisation and suggest strategies for maintaining employee engagement and advocacy throughout their tenure. The conversation emphasises the importance of regular check-ins and meaningful conversations with employees to create a positive workplace culture and sustain advocacy. Takeaways People who have been in the business longer are less likely to recommend. The first 30 days are crucial for employee satisfaction. It's important to maintain high ENPS throughout employment. Regular conversations with employees can enhance engagement. Employee advocacy should be a focus, not just retention. Younger generations tend to have higher ENPS scores. Businesses should not neglect long-term employees. Career conversations are essential for employee satisfaction. The gap between high and low ENPS scores indicates areas for improvement. Organisations should invest in understanding employee needs. Chapters 00:00 Understanding Employee Net Promoter Score (ENPS) Trends 00:00 Generational Perspectives on Workplace Satisfaction 00:00 Generational Perspectives in the Workforce 00:00 Understanding Employee Advocacy and Retention 06:31 The Importance of Continuous Engagement…

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ENPS Data: How age affects employee net promoter score 11:13

acum 7 weeks11:13

11:13

Liam and Jo explore the Employee Net Promoter Score (ENPS) across different generations in the workplace. They discuss how younger generations, particularly Gen Z, tend to have higher ENPS scores compared to older colleagues. Jo talks about the importance of understanding generational differences in workplace engagement and the need for employers to cater to both younger and older employees to ensure a balanced and inclusive work environment. Takeaways The younger the generation, the higher the ENPS. Baby Boomers have the lowest ENPS scores. Generational differences affect how employees express their experiences. Gen Z is more vocal about their workplace experiences. Advocacy in the workplace is becoming more common. Employers need to focus on engaging older generations. The aging workforce should not be overlooked. Different generations have unique needs and expectations. Hospitality can benefit from engaging older employees. Employee experience should be tailored to individual needs. Chapters 00:00 Understanding Employee Net Promoter Score (ENPS) Trends 00:00 Generational Perspectives on Workplace Satisfaction 05:21 Generational Perspectives in the Workforce 11:12 Understanding Employee Advocacy and Retention 11:12 The Importance of Continuous Engagement…

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ENPS Data: How role seniority affects employee net promoter score 11:32

acum 8 weeks11:32

11:32

Liam and Jo dive into the Employee Net Promoter Score (ENPS) data in Korero and its implications across different levels of seniority within organisations. They discuss the trends observed in ENPS data, highlighting the differences in scores between team members, supervisors, managers, and senior leadership. The conversation emphasises the importance of leadership in shaping workplace culture and the need for organisations to focus on team member engagement to improve overall satisfaction. Jo stresses the significance of equipping middle management with the tools necessary to foster a positive work environment and address employee concerns effectively. Takeaways The ENPS is a valuable metric for understanding employee satisfaction. Different job roles have varying levels of engagement as reflected in ENPS scores. Senior leadership tends to have the highest ENPS scores, indicating their investment in the organization. Disillusionment can exist between senior leaders' perceptions and actual employee sentiments. Leadership plays a crucial role in shaping workplace culture and employee satisfaction. Team members are often the most transient and require focused engagement efforts. Middle management is key to improving team member scores and overall satisfaction. Organisations should provide managers with the tools to address employee feedback effectively. Understanding team member needs is essential for improving ENPS. Future discussions will explore additional data insights related to employee engagement. Chapters 00:00 Understanding Employee Net Promoter Score (ENPS) Trends 11:31 Generational Perspectives on Workplace Satisfaction 11:31 Generational Perspectives in the Workforce 11:31 Understanding Employee Advocacy and Retention 11:31 The Importance of Continuous Engagement…

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How different generations approach working in hospitality 37:32

acum 13 weeks37:32

37:32

This conversation explores the differences between generations in the workplace, focusing on their work-life balance, communication styles, and expectations regarding technology. The discussion highlights how generational characteristics influence workplace dynamics and the importance of understanding individual circumstances over broad stereotypes. Takeaways - Generational differences impact workplace expectations and dynamics. - Baby boomers tend to prioritise work over personal life. - Gen X is transitioning towards a work-life balance. - Millennials seek flexibility and rapid career progression. - Gen Z values immediate feedback and consultation. - Technology expectations vary significantly across generations. - Understanding individual circumstances is crucial in the workplace. - Diversity in age within teams can enhance workplace stability. - Communication styles differ, with younger generations seeking more engagement. - Generational stereotypes can be misleading; individual needs should be prioritised. Chapters 00:00 Understanding Generational Differences 08:42 Work-Life Balance Across Generations 17:03 Communication Styles and Expectations 26:12 Technology's Role in the Workplace 33:58 Individual Circumstances vs. Generational Stereotypes…

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3 things we learned at The Caterer People Awards 33:18

acum 15 weeks33:18

33:18

In this conversation, Jo shares her experiences from a recent networking event focused on the hospitality industry. She discusses the importance of networking, highlights key speakers, and shares insights on recruitment strategies, employee engagement, and the significance of diversity and inclusion in the workplace. The conversation also touches on the evolving nature of technology and its impact on the industry, as well as the need for age diversity in leadership roles. Takeaways Networking is crucial for career development in hospitality. Celebrating industry achievements fosters a positive culture. Retention strategies can save significant recruitment costs. Storytelling is essential for attracting talent to hospitality. Diversity in leadership leads to better decision-making. Engaging employees through innovative methods enhances retention. Understanding generational differences is vital in recruitment. AI and technology are rapidly changing the landscape of work. Diversity and inclusion efforts must be prioritised in hospitality. Age diversity in leadership can bring fresh perspectives. Chapters 00:00 Networking Insights and Event Highlights 06:54 Transforming Hospitality Careers 12:48 Innovative Recruitment Strategies 18:46 Diversity and Inclusion in Hospitality 24:49 The Importance of Age Diversity in Leadership 31:45 Celebrating Achievements and Future Directions…

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Conversation Starter: I'd recommend this as a great place to work for others 34:12

acum 17 weeks34:12

34:12

This conversation between Liam and Jo explores how you can use this question in your employee conversations. Takeaways Asking the right questions can lead to different interpretations. Empowerment is crucial for effective communication. Conversations should allow for open dialogue. Understanding the context of questions is important. Empowering individuals can enhance their engagement. The complexity of a topic can be simplified through clarity. Encouraging feedback is essential for growth. Conversations should be fluid and adaptable. Building trust is key to effective communication. Insights gained from discussions can lead to actionable outcomes. Chapters 00:00 Introduction to Employee Advocacy Metrics 02:56 Understanding Employee Net Promoter Score (eNPS) 05:44 The Importance of Context in eNPS 08:52 Timing and Frequency of eNPS Questions 11:44 Utilizing eNPS Data Effectively 14:39 Adapting eNPS Questions for Different Contexts 17:47 The Role of Leadership in Employee Advocacy 20:37 Actionable Insights from eNPS Data 23:35 Practical Steps for Implementing eNPS 26:25 Addressing Low eNPS Scores 29:44 Conclusion and Final Thoughts…

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Why you should use an employee value proposition 31:31

acum 17 weeks31:31

31:31

This conversation between Jo and Liam talks about how you can advertise your culture and workplace to new candidates. This is your employee value proposition and it is a crucial aspect of attracting the right people. Takeaways You need to look at what everybody in your business needs. Understanding individual employee needs is crucial for business success. Korero simplifies the process for employers to learn about their employees. Creating a great workplace culture can enhance recruitment efforts. Articulating a positive workplace culture is essential for attracting talent. Individualisation of the employee experience is a complex but necessary task. Employers should focus on what is right for their business. A great workplace is one where employees feel cared for and valued. Recruitment can be easier if the workplace culture is well articulated. Employees should have the freedom to make their own decisions.…

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How to create a values-led culture 36:17

acum 17 weeks36:17

36:17

In this conversation, Liam and Jo explore the importance of values in shaping organisational culture. They discuss the challenges businesses face in defining and implementing their values, especially as they grow. Jo emphasises the need for authenticity and the role of leadership in fostering a values-driven culture. The conversation also touches on the necessity of revisiting and adapting values over time to ensure they remain relevant and impactful. Takeaways Values are essential for defining organisational culture. Defining values can be intimidating but is crucial for growth. A strong culture often reflects the founder's vision. Organisations are always creating a culture, intentionally or not. Automation can help reinforce values but requires human input. Regularly revisiting values is important for alignment. Values should resonate with the current state of the organisation. Tweak values as the organisation evolves. Authenticity in values leads to a more engaged workforce. Leadership plays a key role in embodying and promoting values. Chapters 00:00 Introduction to Values-Led Organisations 02:02 Understanding Company Culture and Purpose 04:51 Defining Values and Their Importance 08:00 Embedding Values in Organizational DNA 10:45 The Role of Leadership in Values Implementation 13:58 Engaging Employees in Values Creation 16:42 Measuring and Revisiting Values 19:51 The Impact of Values on Employee Engagement 22:49 Conclusion and Key Takeaways…

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How to take employees on a career journey 35:29

acum 17 weeks35:29